Role focus and structure

• Field-sales / business-development rep for industrial control panels / switchgear / electrical-distribution products
• Primarily external: most of time spent visiting customers/facilities (regional travel by car), not a desk-based inside-sales role
• Territory: centered in Colorado (near Loveland), with outreach to surrounding states; occasional national accounts (approx. 20–30%)
• Core mission: grow new business, reacquire lost customers, penetrate new OEM and facility automation markets — not just manage an existing book

What the candidate needs to bring

• True “hunter” sales mentality — outgoing, energetic, self-motivated, comfortable meeting new prospects in person and building relationships
• Enough technical familiarity to comfortably discuss electrical/control-panel or automation systems (e.g., motor starters, control panels, automation for facilities), though not expected to build or engineer — they just need enough knowledge to speak credibly with engineers/ buyers
• Strong consultative selling skills: able to ask good questions, listen, understand customer needs, and articulate how our product solves problems
• Organizational skills, drive and discipline: able to build pipeline, manage follow-ups, plan travel calls, and systematically grow territory
• Comfortable with long sales cycles for large OEM conversions (up to ~6 months), but also able to pursue quicker-turn orders when opportunities arise

What the role offers / What success looks like

• Entry-year revenue target: ~USD 5 million (with upside potential up to ~USD 7 million for strong performers)
• Compensation: base salary (targeted around USD 120–140 k, flexible for right fit) + uncapped commission (~30% at plan)
• Environment: growth-oriented company (recent rapid growth, further acquisitions planned), combining corporate-level professionalism with small-company speed — good opportunity for career growth and territory expansion
• Onboarding: intensive first 1–2 weeks inside plant — learn products, processes, partner components — to understand value proposition and be prepared before going into field

Ideal Candidate Profile (soft skills / mindset)

• Extroverted, people-oriented, confident with customer interaction
• Self-starter/hunter mindset — driven to create new business rather than solely maintain existing accounts
• Curious, inquisitive — good listener, solution-oriented, comfortable learning technical context
• Results-driven: focused on inputs (activity, outreach, pipeline building), with discipline to follow through and close deals
• Comfortable in a fast-growing, somewhat dynamic organization with less bureaucracy — appreciates agility and decision speed